Location: Canada | Remote
Department: People & Culture
Reports To: Grace Barbosa-Chin, Senior Manager, People & Culture
Type: Permanent | Full-Time
At Solink, our mission is to safeguard what matters most. We provide businesses with the tools to know sooner and act faster by transforming video security into real-time operational insights.
Our cloud-based platform integrates seamlessly with your existing cameras and systems, turning them into intelligent sensors that detect and interpret key moments. This empowers teams to make data-driven decisions, enhance security, and improve operational efficiency.
Trusted by over 30,000 locations across 32+ countries - including brands like McDonald’s and JYSK - Solink delivers clarity when it counts. Our solutions help businesses reduce shrink, optimize performance, and respond proactively to potential threats.
We're growing rapidly, earning industry recognition, and scaling with purpose. We’ve been recognized by Deloitte’s Fast 50™ and Fast 500™, Business Intelligence Group, and as one of Ottawa’s Best Places to Work. And we’re just getting started!
We’re looking for a Senior Technical Talent Partner to help build and scale our R&D and Product organizations. This role goes beyond recruiting; you’ll act as a strategic partner to Engineering and Product leaders, shaping how we attract, assess, and hire exceptional talent.
You’ll work closely with the People Operations team and partner strategically with the P&C Business Partner for R&D and Product to align hiring with broader people strategies, workforce planning, and organizational design.
While your primary focus will be on R&D and Product, you’ll also have the opportunity to support hiring across other functions as business needs evolve. This requires adaptability, strong prioritization, and the ability to quickly ramp across different talent domains.
You’ll own full-cycle recruiting while influencing talent strategy and hiring excellence across the business. This is a high-impact role for someone who thrives in fast-paced, high-demand environments and is excited by the challenge of building both teams and scalable processes from the ground up.
Strategic Talent Partnership
Partner closely with Engineering and Product leaders to understand hiring needs, team structure, and long-term talent strategy
Work in close alignment with the P&C Business Partner for R&D and Product to ensure hiring plans align with org design and people priorities
Collaborate with the People Operations team to ensure consistency across hiring practices, processes, and systems
Translate business goals into proactive hiring plans and pipelines
Act as a trusted advisor on talent mapping, hiring decisions, and market insights
Full-Cycle Recruiting Ownership
Own end-to-end recruitment for R&D and Product roles (Engineering, Product Management, Design, Data, etc)
Support hiring across other functions as needed, adapting quickly to different role profiles and hiring dynamics
Manage a high volume of requisitions while maintaining quality and strong stakeholder communication
Lead intake, sourcing strategy, structured interviews, offer negotiation, and closing
Ensure a high-quality, consistent, and efficient candidate experience
Technical & Product Talent Sourcing
Build and execute creative sourcing strategies for hard-to-fill technical and product roles
Develop deep understanding of talent markets, competitors, and compensation trends
Proactively pipeline passive candidates for critical and future roles
Hiring Excellence & Process Optimization
Drive structured hiring practices, including calibrated interviews and scorecards
Build, refine, and scale recruiting processes in a fast-paced, evolving environment
Identify gaps and implement improvements that increase speed, quality, and consistency
Partner with interviewers and hiring managers to raise the hiring bar
Employer Brand & Candidate Experience
Represent the company authentically in the market and at industry events
Elevate the candidate experience from first touch to onboarding
Partner with marketing and leadership to strengthen employer brand across both technical and product talent segments
Data & Reporting
Track and analyze recruiting metrics (time-to-fill, quality of hire, funnel conversion, etc.)
Use data to influence decisions and continuously improve outcomes
Must-Have:
4–8+ years of experience in full-cycle recruiting, with a strong focus on technical and/or product hiring
Proven ability to partner with senior leaders across Engineering and Product
Experience working closely with People Operations and/or HR Business Partners
Demonstrated success managing a high req load in a fast-paced, high-pressure environment
Experience building or scaling recruiting processes, playbooks, or frameworks
Strong understanding of engineering, product, and/or data roles and skillsets
Strong sourcing capability and experience hiring for competitive talent markets
Data-driven mindset with the ability to use insights to improve performance
Excellent stakeholder management and communication skills
High ownership, urgency, and a bias for action
Nice-to-Have:
Experience using Ashby (or similar modern ATS platforms) to manage high-volume, structured recruiting workflows
Experience with TeamOhana or similar workforce planning / headcount management tools
Experience recruiting in a scaling technology/SaaS organization
Exposure to workforce planning, headcount modeling, or org design discussions
Experience building recruiting processes, dashboards, or reporting frameworks
Experience supporting both technical (R&D) and Product hiring in the same role
Candidates must undergo a criminal records check upon hire;
Be a Canadian Citizen (dual citizens included), or eligible to work in Canada;
Be willing to comply with Solink’s own security policies and standards.
We do things the Solink way:
Act with URGENCY – Our customers move fast, so we do too.
Deliver with QUALITY – We sweat the details and hold a high bar.
Win with TEAM – No egos. Just outcomes, built together.
Lead with TRUST – We earn it through clarity, consistency, and care.
These aren’t just words—they shape how we hire, lead, and grow.
We’re not just building tech - we’re building a place where great people do great work.
Clarity and trust: Where the role allows, we support flexibility in how and where work gets done - and we’re upfront about what’s required.
Meaningful equity: Every full-time, permanent employee has a stake in our growth.
Comprehensive benefits: Fully paid health & dental (no waiting period) + $500 health spending account.
Wellness support: Monthly reimbursement for fitness, wellness, or mental health programs.
Growth through merit: Advancement is based on contribution, initiative, and the ability to raise the bar - together.
Candid culture: Clear expectations, honest feedback, and no politics.
Social connection: From So-learns to Solink-o and So-lunches, we stay connected in ways that actually feel fun.
We respect your time and value transparency. Here’s a general idea of what to expect:
Intro call with our Talent Team
Interview with the Hiring Manager
Role-relevant task or case (if applicable)
Final interviews with cross-functional team members
Reference Checks
Offer & onboarding
Submit your resume and a short cover letter via our [Careers Page]. Let us know what excites you about this role, and how you’d help move Solink forward.